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Appraisal & Developmental Skills

Appraisal & Developmental Skills

Appraisal & Developmental Skills

Your managers will have a good understanding of what a performance appraisal is and how it can be used. They will be clear on your goals and have some idea of what approaches might work best in your company. They will also know what can reasonably be measured and how.

The human touch is the performance appraisal process that puts people and their dreams, visions and goals first. This  course sets the foundation for managers to evaluate beyond "the form" and focus on the needs and expectations of their employees. With step by step instructions on how to prepare, meet, document and follow up after the appraisal, you'll learn how to build on each employee's strengths, improve weaknesses and help them reach their true potential. Managers can even assess their own performance based on this positive system of evaluating performance.

Through the role plays and intense training mangers and supervisors will gain confident insight into this complex world of employee appraisals.

The purposes for which performance appraisals are conducted are almost as varied as the techniques that have been developed to gather the necessary data. But underlying these myriad uses are two primary objectives that all evaluation systems share:

1. They serve as an inventory of the firm's human resources.

Few managers would dispute that employees are the company's most valuable asset. Performance appraisal is an orderly effort designed to improve superior-subordinate relations and to help employees deal with performance problems. The aim is to achieve a mutual understanding and appreciation of both corporate and individual objectives and to develop action plans for self-improvement. By evaluating employees' performance on a regular annual or semi-annual basis, managers have a good idea of where their employees stand in terms of job satisfaction, career goals, training needs, and other vital personnel issues at all times.

2. They motivate employees to improve their performance.

Employees want to know what is expected of them and how well they are performing their work. Performance appraisal clearly serves this purpose, as well as demonstrating that the employer is interested in their accomplishments, is willing to give praise when it is deserved, and cares enough about their survival in the organization to point out shortcomings and help them overcome obstacles to improving their performance. In companies where the performance appraisal is linked to the salary administration program, there is the obvious motivational value of merit pay. These objectives are so basic that most companies take them for granted. But this doesn't make them any less important. If a performance evaluation program fails to meet either one of these goals, it is because management is not utilizing it properly or because it has serious defects in design.